Chapter-5 Role Focused OD Interventions
Submitted To : Prof. Margie Parikh
Presented by: Bhavini Padhariya(11020) Pinkal shah(11076)
Introduction
An organization depends on how roles are preformed Linkage between individual and organization That determines both individual and organization effectiveness
Types of role based interventions
o Role analysis o Role negotiation o renegotiation
Mutuality Vs Exclusiveness
Creativity Vs Conformity
Characteristics
Confrontation Vs Avoidness
Exploration Vs Expectatation
Role analysis
Role analysis helps to understand
o Functions of role o Critical attributes of role o Expectation and performance of role
Task analysis- focus on key performance area(KPA)
Competency analysis- focus on competency and their indicators
o Rearrange schedule o Responds to situations o Adapt to working style o Help others
Advantages
Bring role clarity Greater understanding of expectations Build trust, team sprit, collaboration Set clear objectives Objectives feedback Facilitate Training and developments needs planning
Role Analysis Technique(RAT)
Suggested by Dayal (1969) Overall picture of the role Contribution of role Inter linkage to related roles
Steps in role analysis technique(RAT)
Analysis of role Discussion by group Development
Preparation of role profile
Role analysis process
1) Preparation :
o Identify role o Identify other roles o Bringing together role member
2) Mission statements of focal role- major contribution 3) Expectation of role 4) Expectation of other role 5) Consolidation of expectations 6) Consolidation of behavioral norms 7) Preparation of critical attributes
Comprehensive role analysis
Contextual analysis(mission, goals, tasks)
Activity analysis
Competency analysis( knowledge, skill)
Performance analysis
Function analysis
Discrepancy analysis
Role Efficacy Lab
Role efficacy means potential effectiveness of an individual occupying a particular role in an organization
Effectiveness of a person will depend on
o his/her own potential effectiveness o Potential effectiveness of the role o The organization climate
Dimensions of role efficacy lab
Self role integration integration distance proactively Proactive behavior Reactive behavior creativity opportunity routine Confrontation
Solving problems Avoiding problem
influence more less
Personal growth Providing opportunity Dont provide
Inter role linkage Linking Joint effort
Helping relationships
help Dont help
Managing role stress
Types of stress
o Productive or functional stress (eustress) o Dysfunctional stress (distress)
Concepts of role stress
o Role space related stress o Role set related stress
role space related stress and conflicts
Role space consists of the all the functions, process and people associated with the role Also various roles the individual perform at a given point of time Three variable
o Self o The role under question o Other role which he/she occupy o Self role distance o Intra role conflict o Role stagnation o Inter role distance
Types:
Role set conflicts
Role set consists is all the members who have expectation from the role holder and his/her obligation to them Conflict arise as a result of non compatibility among the expectation by the others or himself/herself Types:
o Role ambiguity o Role expectation conflict o Role overload o Role erosion o Resource inadequacy o Personal inadequacy
Role negotiation for role set based interventions
Purpose
o To help individuals or groups to develop ways of increasing collaboration and support to attain common goals.
Participants
o Negotiation can be used for same department or for the functional teams, or for a supervisors team.
The Process of Role Negotiation
Unfreezing Negotiation Closing Follow-up
Unfreezing
Microlab
Relate to the self, other persons, organization. Both verbal and non-verbal items can be included. For intra-team working Desert survival and Broken Squares and for inter-team dynamics Maximizing Your Resources is a good exercise.
Basic concept of role negotiation and the conditions necessary for success. Harrision calls contracting Emphasis on staying away for personal aspects and on the need for openness , trust , and mutual Introduction support.
Image building
Prepare images of themselves Image of the other roles/group and Guess what image the other has made of them (fantasy image)
How much reciprocity and packing order do you see in the image? How much catharsis , congruence and empathy do you find in the image?
Image sharing
Empathy building
Write down five main strengths of the other group shared with each other. To Build mutual empathy, and appreciation of each others contribution to the organizational goals.
Negotiation
The consultant elaborates the idea of negotiation . The fact that others would not help if this did not have sufficient pay-off for them Introduction Mutuality is emphasized.
Preparation for expectations
Lists are prepared in verb form to indicate action and behavior Continue to do Stop or reduce Start , increase, or do better.
The groups exchange expectations.
Exchange of expectations
Clarification on expectations
Clarifications are asked for and made . No discussion is allowed at this stage.
Preparation for negotiation
The groups go through the list of expectations and mark those that are beyond them. Against each expectation they write their own expectation.
Negotiation continue.
In a fish bowl design . An agreed list of items to be negotiated with other roles is also developed.
Role negotiation
Critically reviewed and items requiring further details or negotiation are identified.
Review in home groups
Continue until all items are settled.
Role negotiation continued
Developing contract
Form of integrated statements. The terms we shall do..if you.. are replaced by we agree to the following arrangements. signed by participants.
Closing
Implementation details
o The mechanisms and other details relating to the review meetings.
Sharing with seniors
o Useful for building a climate of openness ,mutuality and further support from them.
Follow-up
Review Process
Role Contribution
According to Carl Rogers , a helping relationship is one in which at least one of the parties has the intent of promoting growth, development, maturity, improved functioning and improved coping with life of the other. There is an emphasis on empathy and unconditional support in it. Helping can be responsive or proactive
Phases of Role contribution
Unfreezing Contribution Closing Follow-up
Unfreezing
MAO-B and MAO-C. MAO-B helps respondents to examine role behavior in terms of the functional and dysfunctional aspects of the six motives achievement, influence, extension, control, affiliation and dependency. Instruments
Introduction
The consultant may expound the need for mutuality for role effectiveness and the role of taking initiative in helping other role occupants to become effective.
Discussion of instruments
Feedback on the instruments.
Exercise on helping
Broken Squares
Emfeed
Group of three members His/her self concept (Strengths and weaknesses) His/her three main concerns His/her image of the organization and self image
Unfreezing continue
Image sharing Preparation of ones own image, the others image , own image as perceived by others and sharing the images and discussing- To build positive images of each other
Exercise on collaboration
Maximize gains, can be used to examine the process of inter-team competition and collaboration working in teams.
Contribution
Dynamics of a helping relationship, the collaborative process and the effectiveness based on empathy and trust.
Introduction
Super ordination
Realization that goals cannot be achieved by any one party alone without the cooperation of the others.
Why i/we want to / may not contribute to your role effectiveness? My/our contribution to your role Preparation What can you do to help me contribute?
of offers
The lists are exchanged and the groups mark items that need clarification.?
Exchange of offers
Representatives of the group sit in a fish bowl design and clarify the statements made.
Clearing up & clarification
Contribution continue
Reciprocal contribution
The groups meet in their home bases and against each offer made, write an offer in exchange Emphasis is to match each offer by a complementary one.
Discussion of offers
Discussed and modifications may be tentatively
suggested.
Reviewed by each group for a consensus and commitment by all members of the groups.
Review in groups
The whole community meets to reach an agreement on the offers made and accepted.
Agreement on offers
Developing pledge
A small team is formed to prepare a common integrated pledge. Everyone signs the pledge.
Closing
Force field analysis
o Identify positive and negative forces for successful implementation of the pledge and presented.
Implementation details
o A detailed, specific, time-bound plan is prepared for implementing the pledge..
Sharing with seniors
o Useful for building a climate of openness ,mutuality and further support from them.
Follow-up
Review Process
Distinction between role negotiation and role contribution
Dimensions Basic assumptions about people Management of conflicts and difference Diagnosis Role negotiation Try to maximize their own interest , can be exploitative, untrustworthy Negotiated agreement based on enforceable guarantee Focus is on the rights, power , privilege of role occupants. Role contribution One basic human need is to be relevant and do well to others , self seeking behavior Negotiated agreement based on empathy On Contributions and help offered to each other
Target of change
Working relationships, duties, Working pressure and Authority of role occupants rewards for acting on agreements
Not based on potent reward and sanctions, unwillingness to aaply Insufficient working through of differences
Vulnerability
Team Roles for team effectiveness
(Belbin)
Actionoriented roles
Shaper
Peopleoriented roles
Coordinator
Cerebral roles
Plant Monitor evaluator
Implementer
Completer
Team worker
Resource investigator
Specialist
